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Diversity in the Media, 2005.
Uses the movie, "Spider-Man 2," to show the lack of diversity in the American media.
1,017 words (approx. 4.1 pages), 2 sources, APA, $ 35.95
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Abstract
This paper argues that "Spider-Man 2" portrays diversity in the media the way many films portray it, marginally at best. It shows that the only minority groups depicted in the film are stereotypical and used as "extras". The paper also argues that the film did not foster a better understanding of diversity and multiculturalism in American society.
From the Paper
"The media often rely on stereotypes when depicting certain groups, and "Spider-Man 2" is no exception. The only black in the film is the editor who nags at the publisher and is always worried about deadlines. If there are other blacks or Asians in the film, they are extras, with no or very few lines. In addition, the Arab pizza storeowner is depicted as a short tempered, unreasonable boss, and the other "token" minorities have few if any lines. Even worse, the whites are the stereotypical heroes and good guys. Even the evil Doc. Ock turns good at the end, and destroys himself. Thus, the whites in the film are all good, which simply continues the stereotype that whites are good, and people of color are the "bad guys" or enemies."
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Cultural Diversity In The Media, 2002.
Looks at a variety of media issues in order to examine cultural diverisity within the media.
1,900 words (approx. 7.6 pages), 5 sources, $ 71.95
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Abstract
This paper examines cultural diversity in the media. The author focuses upon issues involving media panics, labeling, cultural background reports, anti-racism, subtle and blatant racism, programming quality, and the relationship between the media and violence.
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Diversity Management: Why Engage in Diversity Training?, 2002.
Findings of the researcher on the topic of diversity management training.
896 words (approx. 3.6 pages), 4 sources, $ 31.95
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Abstract
This paper is the result of research done on diversity management training. A survey of employees was taken to determine how comfortable they felt in the present climate at the workplace The paper proves that in order to attract the most advantageous employees, diversity training may be utilized to enable employees to interact and understand one another better.
From the Paper
"In the workplace of today?s world there are often varying cultures and backgrounds to contend with, whether employee, employer, or client. In the case of this researcher, diversity training and management in the workplace is an issue, which Management may face. Having been faced with the issue, Management will need to determine the validity of diversity training and its place in the workplace, as well as the outcomes of such training and the benefits and detriments to the company as a whole."
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Cultural Diversity and Television, 2006.
This paper reviews and examines Carlos Cortes' book "The Children are Watching: How the Media Teach About Diversity" which focuses on the impact of television on children.
880 words (approx. 3.5 pages), 1 source, APA, $ 31.95
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Abstract
This paper analyzes the quality of the television programming content currently geared towards younger audiences while focusing on the lack of cultural diversity in both film and television. This paper discusses the stereotypical manner in which minorities are often portrayed in film and television and its negative impact on young viewers. This paper examines the author's contention that professional educators must be more involved in the type of content being shown on television. The writer contends and explains why it is imperative for teachers to discuss with their students what they are seeing on television as well as how they perceive what they are seeing.
From the Paper
"Cortes is a consultant with the people who make the Dora cartoon on television. He says the producers are trying very hard to show Dora's life correctly. Even though she is a cartoon, it has looks and sounds like Latin America. The show has a panel of people from Latin America who look at the cartoons. They are from countries like Mexico, Cuba, Costa Rica and Argentina. "The idea is to put across messages of understanding, of building cross-cultural, bilingual bridges," Cortes says.
He also likes NBC's "Homicide: Life on the Street," because it shows that a multi-ethnic television show can be liked by a diverse audience. He also likes that the 1997 TV musical, "Cinderella," by Whitney Houston, had an African-American Cinderella with a Filipino-American Prince Charming. "I loved the way it included every combination of interracial couple in the ballroom scene," he says."
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Modern Mass Media In Greece, 1997.
Reviews the history of mass media in Greece. Examines the rocky relationship between the media and the government. Discusses the diversity of media outlets in the nation.
2,025 words (approx. 8.1 pages), 8 sources, $ 71.95
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From the Paper
"INTRODUCTION
Every country has a mix of media including the press, television, radio, and today various computer services. The different elements of the media may have different sources and different controls imposed upon them, and the degree of freedom accorded the media will vary from country to country. Greece is a country that has had a complex political development in modern times even as the mass media has become a force for the dissemination of information around the world, and the media has often become the focus for political wrangling among the different factions in Greece. The degree of control imposed on the media in Greece is also a function of the political development of that country since World War II.
The monarchy in Greece was abolished in 1924 and reinstated ..."
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Diversity in the Workplace, 2002.
An analysis of the effect of cultural diversity in the workplace and the use of diversity programs.
2,857 words (approx. 11.4 pages), 6 sources, MLA, $ 84.95
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Abstract
This paper discusses the issues relating to diversity in the workplace and why this diversity is essential to the globalization of a corporation as it promotes customer relations, product innovation and investment opportunities. In particular it investigates diversity programs and their impact on racial and ethical relations in the workplace. Through a literature review, it examines how programs such as affirmative action have created hostility and racial tension due to white racism and how the current diversity programs have created ethical tensions due to their inclusivity of a broad spectrum of people. It examines how racial tensions lower morale and have a negative influence on the attitudes of employees. It concludes with an explanation of why these programs are necessary and important and are here to stay despite their seemingly ineffectiveness.
From the Paper
"In the years following the formation of the Philadelphia Plan the concept of affirmative action was created. Affirmative action was designed to give minorities a fair opportunity to gain the education and employment that only whites had access to. Today the term affirmative action has been replaced with ?diversity programs?. While the basic concepts of the terms are virtually identical there are some obvious differences in their definitions. Affirmative action was designed primarily to help ethnic minorities while diversity programs cover a broader range of people to include homosexuals and those with physical and mental handicaps."
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Diversity Training for Law Enforcement, 2008.
A discussion of diversity in an organization including a concrete proposal for a diversity training program in a law enforcement organization.
3,056 words (approx. 12.2 pages), 19 sources, APA, $ 89.95
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Abstract
This paper discusses the importance of effective diversity training for law enforcement. It discusses the dysfunction within the human resource management (HRM) of the organization in question, relative to diversity. The paper then provides background information on what true diversity is in an organization and offers a concrete proposal for a diversity training program.
Table of Contents:
Overview
Diversity
Proposal
Diversity Program Outline
Objectives of the Program
The Case for Diversity - Improving an Organization's Bottom Line
Communication--How to Improve and Teach It
Stereotypes in the Workplace--Use of Us/Them Mentalities
Listening--How to Improve It
Body Language--Non-Verbal Communication
The Organizational Cultural Audit
Budget Proposal for Diversity Program
Rationale for ROI
Rationale for Personnel Expenses
Non-personnel Expenses Rationale
From the Paper
"Diversity has been an important and highly sought after quality in organizations over the past twenty years. In some sense it has become the holy grail of organizational efficiency and awarded almost mythical status as a panacea for a lack of organizational vision and creativity. Diversity programs have been instituted in companies and organizations as diverse as Allstate is to Canon ("Diversity", 1998). Almost every organization, public or private, makes some attempt to address diversity its workforce. Diversity in the workforce is most often equated with racial and cultural dimensions and the development of these differences in an equitable and productive manner (Thomas & Ely, 2001). In all instances, diversity training and the development of diversity is meant to both improve the work environment as well as the underlying performance quotient of the organization."
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Diversity Training, 2005.
A look at the importance of diversity training and diversity programs to the workplace.
721 words (approx. 2.9 pages), 10 sources, MLA, $ 25.95
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Abstract
This paper examines how diversity is an important feature of every corporation today and how it has also created alarming potential for discrimination and conflicts. It looks at how diversity management or diversity training helps employees understand their differences and resolve them amicably.
From the Paper
"Diversity programs focus "on making changes in the awareness and the attitudes of the participants. The strategy is to create changes that will have a long term positive impact on the organizational culture, with the objective of creating a safer and more productive working environment for all organizational members."(Karp et al. 2000) They aim at creating a more productive working environment where each employee feels valued and differences can be minimized. Diversity training programs also help HP personnel avoid discriminatory practices during hiring, firing, appraisal and disciplining of an employee. Diversity training plays the most dominant role in creation of a completely discrimination and conflict proof working environment."
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Diversity in Employment, 2004.
This paper presents a literature review and recommendations for the management of diversity in employment.
2,880 words (approx. 11.5 pages), 25 sources, MLA, $ 85.95
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Abstract
This paper explains that diversity in the workplace generally has been thought of as purely an employment equity issue; however, diversity is coming to be recognized as an asset, which, like any other asset, can be well managed and can contribute to the bottom line. The author points out that managing diversity is a challenge because it requires organizational change, which means fostering a cultural environment that values differences and maximizes the potential of all employees. The paper stresses that, above all, diversity means recognizing the uniqueness of another person whether that person is a customer or an employee.
Table of Contents:
Introduction
Diversity Defined
Diversity Pros and Cons
Diversity and Success
Diversity And Company Image
Management of Diversity
Diversity and Training
Organizational Values And Diversity
Conclusion
From the Paper
"First, establish your core values as an organisation and use this as a foundation on which to build you diversity strategy. Remember you're changing the culture of your organisation, and that is a very long and painstaking process. You must champion diversity personally. Without commitment diversity will not take root in your organisation. Celebrate diversity. Make an annual event out of celebrating diversity. Recognize and honor employees who practice diversity. That kind of recognition sends out a powerful message that your organisation is committed to diversity."
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Diversity Management, 2006.
An in-depth analysis of diversity at the individual and organizational level.
5,605 words (approx. 22.4 pages), 20 sources, MLA, $ 136.95
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Abstract
This paper is an analysis of the characteristics of diversity, focusing on benefits, challenges and finally scrutinizing various techniques of managing the diversity at individual and organizational levels. It discusses the workforce in terms of diversity as a legal obligation and also changing workforce demographics due to organizations' needs. The paper aims at highlighting various characteristics of diversity while focusing on benefits, challenges and finally scrutinizing various techniques of managing the diversity at individual and organizational level.
Table of Contents:
Abstract
Introduction
What is Diversity
Reasons for Emergence of Diversity
Characteristics of Diversity
Different Communication Patterns
Benefits of Diversity
The Challenges
Individual Approaches to Managing Diversity
Organizational Approaches to Managing Diversity
Conclusion
References
Table-1: Salary Differentials
Table-2: Overall Population Growth and Racial Composition
From the Paper
"No two humans are alike. People are different not only in gender, culture, race, social and psychological characteristics but also in their perspectives and prejudices. Society had discriminated on these aspects for centuries. Women and minority groups were denied of their due rights. But not any more. Since 1960s, when federal legislation prohibited employment discrimination, minorities and female applicants have become the fastest-growing segment in the work force. Diversity makes the work-force heterogeneous. The work-force diversity used in the corporate world today is the varied characteristics of employees working in same organization. Despite the magnitude of the ethical, legal, economic, social, and political dimensions that define diversity initiatives in the workplace, the fields of human resource development and continuing professional education have yet to develop an integrated vision for creating more inclusive work environments. There are issues being raised. Dominant groups including top level managers are not fully prepared to accept the reality. There are communication problems as well. But then there are enormous benefits too. Organizations that are still lacking in this field will have to initiate measures to make their workforce diverse in order to compete or even survive in the coming decades."
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Diversity, Accuracy and Free Speech, 2005.
This paper discusses reasons why centralized and increased control of the media harms audiences.
1,350 words (approx. 5.4 pages), 7 sources, $ 53.95
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Abstract
This 6-page undergraduate paper considers the debate concerning whether increased centralized control of the media should be implemented. Reviewing the key issues of the debate from seven sources, this paper finds that increased control of the media is currently occurring thanks to government and military pressures and thanks to ownership that places the control of most media outlets into the hands of a few large media corporations. This paper further finds that this increased control is harmful, as it results in less reliable and diverse media coverage and less dissemination of information.
From the Paper
"As a result of the events of 11 September 2001 and the increased rise of multimedia and computer media, some have called for increased centralized and consolidated control of the media in this country. They argue that increased consolidated control - through consolidated, centralized ownership and through external controls would create a media that is more safe and effective. Through consolidated and centralized media control, it is argued, a few large companies would control media outlets. The amount of media control these companies would have, would allow them to disseminate information more quickly through all media channels. Offensive and harmful content would be controlled more effectively and, it is claimed, media would be more accessible since larger media companies would be able to afford to give audiences more information at reduced prices."
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Diversity in the Work Place, 2002.
A study into effective strategies used by companies to achieve the goals of diversity in the work place.
14,091 words (approx. 56.4 pages), 41 sources, MLA, $ 249.95
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Abstract
The purpose of this study is to identify effective strategies that may be applied by employing organizations to attain diversity goals. Data was collected and analyzed from a sample of 32 private sector organizations with 500 or more employees. The study found that both functional and hierarchical diversity in organizations are related significantly to: diversity program structure, rank and file support for the program, community support for the program, top management support for the program, program participation requirements, and program communications. The paper includes charts and statistics as well as the questionnaire used in the study.
Contents:
Introduction to the Study
Statement of the Problem
Purpose of the Study
Importance of the Study
Scope of the Study
Rationale of the Study
Definitions of Terms
Overview of the Study
Review of the Literature
Introduction
Group Values and Social Identity
Formation and Roles of Groups
Governmental Framework for the
Management of Diversity
The ?Glass Ceiling? Issue
Alternative Explanations for the
Under Representation of Women in
Top Management
The Role of Achievement Motivation
Organizational Strategies for the
Management of Diversity
Dimensions of Diversity and
Diversity Management
Responses to Increased
Cultural Diversity
Discussion of the Literature
Review Findings
Literature Review Summary
Methodology
Introduction
Research Design
Hypotheses
Operationalizing the Variables
Population and Sample
Instrumentation and Data Collection
Data Analysis
Data Analysis
Overview of the Findings
Results of the Hypothesis Testing
Hypothesis 1 Results
Hypothesis 2 Results
Hypothesis 3 Results
Hypothesis 4 Results
Summary, Discussion and Recommendations
Summary of the Study
Discussion of the Findings
Recommendations for Further Research
Appendix
References
From the Paper
"Mandatory participation in diversity programs was found to be associated with the highest levels of diversity, and optional participation in diversity programs was found to be associated with higher levels of diversity than that found in organizations with no diversity programs. Program communication that was both frequent and scheduled was found to be associated with the highest levels of diversity, and programs were communication was sporadic were found to be associated with higher levels of diversity than that found in organizations with no diversity programs."
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Diversity in the Workforce, 2002.
Examines the issue of diversity in the workforce and offers a positive assessment.
2,944 words (approx. 11.8 pages), 6 sources, APA, $ 87.95
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Abstract
This paper uses the example of Con Edison as a company that has successfully tapped into the talents of a diverse workforce. The paper discusses ways that companies can take advantage of the different cultural backgrounds of their employees and use these differences to benefit the company.
Defining Diversity
Tapping into Diverse Talents
How to Capitalize on Diversity
The Paradigm Shift from Diversity as Liability to Diversity as Opportunity
Incorporating Diversity into Decision Making
Corporate Strategies to Capitalize on Diversity
Communication Issues
From the Paper
"Con Edison is a major employer in the greater New York City area providing energy and energy-related products and services. In addition to the five boroughs of New York City, it serves Westchester County in New York and small areas of New Jersey and Pennsylvania. It is located in the area of the country that has long been the first destination of many people immigrating to the United States. In addition it has well-established ethnic communities comprised of the descendants of people who brought new cultures to New York City and then put down roots there. As a result, the employment pool for Con Edison is one of the most diverse in the nation, including people not only of both genders but also of all ages and ethnic backgrounds. "
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Managing Diversity, 2007.
This paper discusses managing diversity and provides a review of related literature.
15,678 words (approx. 62.7 pages), 56 sources, MLA, $ 249.95
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Abstract
In this article, the writer points out that being able to manage diversity in the workplace, or anywhere else, is not always that easy to do and is often more complex and complicated than it would seem to an outside observer. The writer notes that the review of the literature provides several different things. First, it shows why diversity management is needed and looks at some of the major focuses of literature, generally since 1993. Second, it indicates that there are differences between managing diversity, affirmative action, and equal employment opportunities. Third, the main part of the literature review simply discusses the general literature on managing diversity and what has been said regarding the issue, so that readers can better understand what has been said regarding managing diversity, the pros and cons of it, and other issues that surround it. Fourth and finally, the review of the literature looks at diversity on a global level, so that the researcher can indicate what other countries are doing about managing diversity and how these countries feel about this issue. Managing diversity in England, Europe, South Africa, and Australia is addressed in this section.
Contents:
Review of Related Literature
Part I
Part II
Part III
Part IV
Works Cited
From the Paper
"Discussing the Caucasian culture is somewhat complex because there are so many different cultures that make it up. Generally, if someone is considered 'white' they are a Caucasian, but their background, where they come from, and their religious and other beliefs might be very different from someone else that is also considered Caucasian. Because of this, there is no specific way to discuss the traditions, beliefs, and values of the Caucasian culture. What can be noted, however, is that Caucasian people overall seem to have less strong family responsibility and seem to be more open to discussing various issues with others than are the American Indian, Vietnamese, and Asian cultures. This is but one short and simple example of the diversity that could be faced within a workplace."
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Diversity, 2006.
A discussion regarding diversity in the world of business.
1,567 words (approx. 6.3 pages), 8 sources, MLA, $ 51.95
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Abstract
This paper takes a look at the concept of diversity in business. According to the paper, diversity is an essential facet of any organization. The paper discusses the idea that globalization of operations has created an environment where cultural differences and differences in opinions need to be understood and addressed in order to achieve success. The paper goes on to discuss the different areas of diversity and how they effect the success of an organization.
Outline:
Age Diversity in Organizations
Sexual Orientation and Its Impact on Diversity
Religious Diversity
Geographical Differences
From the Paper
"The concept that the U.S. is a melting pot of different cultures and points of view while very true also is faced with the fact that many immigrants tend to retain almost passionate adherence to the religious beliefs of their country of origin. This is especially observed among Indians, Chinese and Japanese who have been able to hold onto their religious beliefs and the cultural traditions even though they might have lived in the U.S. for many years. (Saji, 2004) Religion also influences the ethical and moral beliefs in determining right and wrong and should be in conflict with the employee in the workplace. For example, conservative Catholics could undergo tremendous challenges in their beliefs and opinions if they were working for an abortion clinic. It is important therefore, that individuals also understand the influence of their religion and the effectiveness with which they need to undertake their tasks and responsibilities in the workplace. "
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